VOLUME VIII $4.95/womenforhire.

com

bright Advice on HOW TO...

Advance Your
Candidacy
for a Job

Start an
Internal
Women’s
Network

Choose the Right

Continuing
Ed Program
Launch a
Business for
Under $500

Enhance
Your Digital
Identity

“If you try something new, you’ll cherish the satisfaction that comes
from attempting what you previously deemed difficult or impossible.”
TORY JOHNSON

SHARE YOUR CHALLENGES & TRIUMPHS ONLINE

Learn How to Become a Women For Hire Blogger
corner
cubicle
I had always been a fan of Good Morning
America, so I was thrilled when more than
two years ago a producer at the show asked
if I’d be interested in appearing as a career
expert. I jumped at the chance.
My first segment on making extra cash dur-
ing the holiday season went over well so I
was invited back again. I had been a guest
almost a dozen times when a couple of the
writers and producers started whispering in
my ear, “You know, you should be a con-
tributor here.” They wondered if or when I
was going to become an official regular.
I remember asking, “What exactly does
that mean?” And without hesitation they all
said, “You get paid!”
Cover photo by Allyson Lubow My first reaction was don’t rock the boat. I
told myself I had a pretty good gig going.
Diane Sawyer and Robin Roberts routinely
praised my efforts. I figured I should be
happy with the way things were. You
know, just leave well enough alone.
For all of my “You go, girl” statements and
my determination to tell everyone else to
be gutsy, my very first reaction was to shy
away from that same sense of bravado. I
was convincing myself to go against all the
counsel I preach.
Not good.
I quickly snapped out of that funk, and
thought, “What kind of career coach would
I be if I didn’t follow my own advice?”
So I mustered the courage to speak up for
myself. The first step: Anticipate the oppo-
sition and prepare responses to overcome
the potential rejection. (In fact, you should
never ask for something important until
you’ve played devil’s advocate and figured
out how you’d reply if shot down.)
The decision makers at ABC could hit me
with any number of excuses:
womenforhire.com
• “Budget cuts.”
• “We need more time to evaluate your
work.”
• “I’ll think about it and get some others to
weigh in.”
I picked up the phone and called the execu-
tive producer. I gave him my two-minute
pitch explaining why I should become the
Workplace Contributor and receive all of
the benefits that go along with being part of
the GMA family.
I braced for rejection during a two second
silence, but instead he said just one word:
Done. Just like that, my request was ap-
proved.
There are moments when you know intui-
tively that smooth sailing isn’t all that it’s
cracked up to be. Sometimes you must be
willing to rock the boat. Shake the status
quo by going after what you want.
Is it always easy? No. Will your wishes
always be granted? Nope. But should
you simply sit in silence abandoning your
goals? Absolutely not.
Instead of allowing a fear of failure or
rejection to hold you back, it’s essential to
figure out exactly how to go after what you
really want. Use the ideas and advice on
these pages as inspiration for going after
the other career dreams on your wish list.
If you don’t know how to tackle a particu-
lar goal, seek help from people who’ve
already been down the same path.
Here’s hoping you cherish the satisfaction
that comes not solely from succeeding,
but from attempting what you previously
deemed difficult or impossible.
Tory Johnson
Founder/CEO
Women For Hire

 Table of
Contents
IN EVERY ISSUE

1 Corner Cubicle
3 In This Issue

First Things First. People.

5 Inside Women For Hire
9 You Should Know
40 Fairwell

Women For Hire’s

HOW TO Guide

11 Essay Winner: Juggle It All—

Carolyn Slaski, Partner Confessions of a Supermom
13 Lessons from Robin Roberts

When Carolyn Slaski and her husband had their first child, FEATURES
she wanted more time with her family. Ernst & Young knew
the value of Carolyn’s contribution and supported her 17 Advance Your Candidacy
desire to work on a flexible work arrangement for for a Position
several years. Today, Carolyn is a partner with three 19 Establish a Personal
sons and a dynamic career that has included a global Board of Directors
assignment. Working full-time, Carolyn has the flexibility 21 Reach Mr. Important and Ms. Right
she needs to succeed personally and professionally. 23 Choose a Continuing
She knows how to put her priorities first … just like Education Program
Ernst & Young puts its people first. ey.com/us/careers 25 Form an Internal Women’s Network
27 Appreciate the Art and
Science of Recruiting
29 Launch a Business for Less than $500
31 Embrace Generational Differences
32 Create a Digital Identity to
Advance Your Career
33 Bounce Back from Rejection
35 Network Smarter Throughout
Your Career
35 Effectively Work with a Recruiter
36 Work From Home as a Virtual Agent
Audit • Tax • Transaction Advisory Services !@# 39 Decide When to Change Careers
© 2006 Ernst & Young llp
Have Your Voice Heard:
Contribute to
Women For Hire
Embrace Generational Diversity
page 31
Sign up for our e-newsletters on
the homepage of womenforhire.com,
where you’ll be notified about
opportunities to contribute to the
magazine, website, blog, and other
special projects.
Visit womenforhire.com to learn
how to become an official blogger.
We rely on the voices of ordinary
women to share their experiences
in the workplace and beyond,
the daily struggles as well as
the bigger picture.
We want to hear from you!
womenforhire.com 

Life's full of possibilities.
Let inspiration lead the way.
Follow it right to Dell. And prepare for a challenge
like never before. Here, we're always changing.
Always evolving. It's our ability to move with and
often before the market that keeps us out in front.
We're inspired individuals, working together,
improving the industry as we go.
To learn more about our inspiring culture and
various opportunities, visit www.dell.com/WFH
and build your personalized profile. Email your
resume to us.
Careers at Dell. Consider the possibilities.
EOE
Consider the possibilities.
Inside Women For Hire
Fall 2007 Career Expos
Join us this fall as we bring
together the brightest women
and the best employers at our
high-caliber career expos across
the country. Whether you’re an
experienced professional or a
graduating college student, these
one-day events provide the ideal
chance to meet face-to-face with
potential future employers.
Washington, DC: September 27
Tampa: October 9
Atlanta: October 11
Chicago: October 16
New York: October 18
Dallas: October 23
Houston: October 25
St. Louis: October 30
Boston: November 7
Los Angeles: November 13
Visit womenforhire.com
for details on participating
employers and seminars
at each event.
Subscribe Online
Want to have the next issue of
Women For Hire magazine deliv-
ered right to your doorstep at no
charge? Visit womenforhire.com to
sign up for free home delivery.
REAL JOBS!
They don’t blink when they must
release trapped bats from their
workplace. Nor do they question
picking up their boss’ dog on the
way to the airport, so the dog can
say “farewell” to his master. Put to
the task of testing 200 phones on a
Friday night to ensure they’d work
on Monday, they say “no prob-
lem.” Who are these people, you
ask? They’re the unsung heroes of
today’s workforce: the office man-
agers of U.S. small businesses.
Eight thousand of these profes-
sionals recently shared with
Staples their various and often
unenviable job responsibilities
through My Real Job, a national,
month-long initiative to uncover
and recognize office managers’
contributions. From airport chauf-
feur to office psychologist to chief
operating officer, office managers
are expected to fulfill a wide range
of responsibilities.
Findings from the online program
revealed that more than half of all
office managers do the jobs of at
least 10 different office workers
in any one week. Of these jobs,
“customer service manager,” “pur-
chasing manager,” and “informa-
tion technology” were among the
most commonly performed, with
womenforhire.com
at least seven of 10 respondents
serving these functions. Separately,
Staples enlisted Salary.com™ to
analyze the responses and calcu-
late a composite salary. Salary.com
determined a figure of $90,000,
well above the current median
salary for office managers of
$54,000. This composite is based
on the average time respondents
spend weekly performing various
job roles and the national salary
medians for those jobs.
“The results of Staples’ My Real
Job reflect what we hear from our
office manager customers – that
they’re performing an extraordi-
nary range of duties to keep their
small businesses running,” said
John Giusti, vice president of Sta-
ples Business Delivery, a division
of Staples that delivers to small
businesses. “At Staples, we recog-
nize that office managers have a
lot on their plates, and that’s why
we make it easy for them to get the
products and services they need to
do their jobs.”
To see more surprising results
from the survey along with tips
from Tory Johnson on overcoming
common workplace stresses, visit
staples.com/myrealjob.

 Inside Women For Hire
Tune-In To ABC’s
Good Morning America
Women For Hire CEO Tory John-
son is proud to serve as the official
Workplace Contributor on the
morning show that cares about
your career. Watch ABC’s Good
Morning America with anchors
Diane Sawyer and Robin Roberts
every weekday morning from 7am
to 9am. Catch Johnson’s TAKE
CONTROL OF YOUR LIFE
segments on the latest workplace
trends and advice for achieving
your professional best.
And visit gma.abcnews.com for
comprehensive text and video
archives of her work.

Your work will affect

about 60 million people Take This – paperback
– Book To Work:
www.medco.com How To Ask For (and Get)
Money, Fulfillment and
Advancement...

Medco Health Solutions, Inc. is a leading Pharmacy Benefits Manager Coming in August, the paperback
(PBM), with the nation’s largest mail order pharmacy and the world’s debut of our latest book, Take
most successful Internet pharmacy. When you’re driven, enthusiastic This Book To Work: How To Ask
and ready to lead, helping a company support nearly one in four For (and Get) Money, Fulfillment
Americans is an exciting challenge. As a member of our team, you’ll help and Advancement, which lives
keep this industry-leading pharmacy benefit manager on top. And Medco up to the title’s promise. You’ll
offers the ideal environment for meeting this challenge. It’s this partnership learn how to ask for more than
Early Morning Seminars with Tory Johnson 70-something things–a promo-
that allows us to support such a large number of customers. But it’s our
tion, less responsibility, a flexible
commitment to each individual that makes us great. Want to know how other women are succeeding on their own terms?
work arrangement, a referral,
Join Johnson for an early morning seminar prior to each career expo for
We are currently seeking talented and creative individuals to contribute
an exciting seminar to inject your job search with a jolt of energy. candid advice, special perks, and
at all levels of our Information Technology and Project Management much more. Get your copy at
functions. If you are seeking an environment that encourages growth In addition to coffee, attendees receive priority admittance to the career your favorite local bookseller or
that utilizes your training and education while improving the lives of expo immediately following the seminar. Space is limited, so sign up online at BN.com or Amazon.
millions of patients, log onto www.medco.com/careers. online by clicking on Career Expos and the city nearest you. com.

We offer a competitive total compensation package including;

comprehensive health care coverage (medical, prescription and dental),
a cash balance retirement plan, 401(k) with company match, bonus,
stock options and an employee stock purchase plan. Join Our Network: 25,000 online, making it possible to Create your free account
Strong and Growing! meet other women involved today by going to
in your area, industry, or personal network.womenforhire.com.
interests. Signing up can only Upload your photo, share
We all know the power of a strong increase your chances of advancing your career interests, seek
personal and professional network. your career opportunities by con- advice, post local and national
We are an Equal Opportunity Employer, M/F/D/V. Women For Hire has created a solid necting with thousands of events and invite friends to
Medco is a registered trademark of Medco
Health Solutions, Inc. and rapidly expanding network other professional women. join too.
womenforhire.com 
W DIVERSITY 8x10.75_2AD 12/22/06 11:00 AM Page 1

your chest? Are you leaning away from someone or do you

YOU SHOULD KNOW… have a bored look on your face? These are all “leave me alone”
signs. Certain cues can be misinterpreted by outsiders that you
won’t be friendly or polite if they do approach you. Keep an
SHARE KNOWLEDGE.
HANDLE a meltdown at work eye on the way you are carrying yourself.

We’ve all been there. You are late to

Use your eyes. When you focus on people or look directly into
work, you’re exhausted, and you just
their eyes, you are letting them know you are interested or lis-
received less than stellar feedback from
tening when they speak. Keep your eyes open; you don’t want
FOCUS ON TEAMWORK. your boss. You’ve hit the edge of emo-
to overlook a good opportunity.
tion and here come the tears.

EMBRACE DIVERSITY.
The Home Depot is more than
an equal opportunity employer.
We constantly look to our
associates for great ideas, and
we recognize that many minds
are better than one. That’s why
diversity, teamwork and
innovation continue to help
The Home Depot grow as an
industry leader.
Smile. Yes, it’s that simple. A genuine smile uses the whole
In Hannah Seligson’s new book,
face. It is a lot easier to approach someone (or be approached)
New Girl on the Job, she suggests
when he or she is smiling and happy instead of appearing bored
jutting out your jaw, chewing gum
or upset.
to distract yourself, or focusing
on something else to avoid the wa-
Have fun. Meeting new people should be enjoyable. If you’re
terworks. If you can’t keep your eyes dry, at least
really having fun, people will know it. – Megan Martin
you can maintain perspective. “Crying is not a sign of mental
instability and it happens to every woman at some point in her
career. So if it happens to you, excuse yourself to the bathroom,
compose yourself, and come back ready to move on.”
RECORD Your Successes
– Sarah McInturff
To record your progress in the workplace, journal writing is no
longer the only option. Modern technology enables any woman
to be a star in her own video. For $120 you can purchase a mini
BRIGHTEN a bland desk handheld camcorder–the Pure Digital FlipVideo–and spend
three minutes of your day creating a video journal about what
Adding hints of your
you accomplished or what you’d like to tackle in the future. It’s
personality to your
also a great tool for practicing your communication and public
desk makes work more
speaking skills; use the video camera to prep for a speech, inter-
comfortable and pleas-
view, or presentation.
ant. Bright, colorful
accessories help you stay
Think before you speak. Spend a minute or two planning
organized and provide
what you’d like to convey in your message. Think about a
a touch of cheer to your
theme or something that you will be able to look back on to
day-to-day routine. Caspari offers a variety of stylish file fold-
measure your progress. You’ll want to sound eloquent if you
ers. Thomas Paul desk trays keep loose paperclips and tacks
plan for others to view it at any point.
together fashionably. A plant adds a sign of life to any dreary
spot. And the Mom Agenda offers a family calendar desk pad
Point and shoot. Place the minicam on a flat, steady surface
to keep track of your little ones. Seejanework.com stocks all of
about three to five feet away from you. Make sure that the room
these goodies and more. – S.M.
has plenty of light so the picture will come out clearly.

Upload the video to your computer desktop. Plug the camera

directly into the USB port
LOOK Approachable
on the back part of your
Ready to join our team? computer. The video will
Whether you’re in a professional or social setting, it’s probably
Apply online today for full and part-time positions, store management opportunities and more: the last place you want to be if nobody is talking to you. It can upload and allow you to
be rough to get over that first awkward introduction or uncom- view, edit, and save. Keep

careers.homedepot.com fortable silence, but there are simple ways to shed your wall-
flower demeanor and encourage others to chat you up.
all your journals dated so
you will be able to look
back to see your progress.
The Home Depot is an Equal Opportunity Employer. Bilingual candidates are encouraged to apply. Available positions may vary by store. Beware of your body language. Are your arms folded across – M.M.
womenforhire.com 

9\Xi`e^Gf`ek^\kjk_`e^j[fe\%;`]]\i\ekcp%
K_\Y\jkXggifXZ_c\X[jkfk_\Y\jki\jlckj%G\i`f[%N\ifcclgflijc\\m\jXe[nfib
j`[\Ypj`[\n`k_Zc`\ekjlek`cn\¯e[k_\Y\jkjfclk`fe%Fli°\o`Yc\#ZfccXYfiXk`m\#
Xe[`eefmXk`m\XggifXZ_#ZfdY`e\[n`k_le`hl\gXjj`fe#[\[`ZXk`feXe[\og\i`\eZ\
Xccfnjljkfjfcm\fliZc`\ekj¨dfjkgi\jj`e^e\\[j%
N\Xi\9\Xi`e^Gf`ek%
DXeX^\d\ekXe[K\Z_efcf^p:fejlckXekj%
Kf¯e[flk_fnXZXi\\iXk9\Xi`e^Gf`ekZXe_\cgpfl^\k
k_`e^j[fe\%;`]]\i\ekcp%>fkf1
nnn%Y\Xi`e^gf`ek%Zfd&ZXi\\ij
)''.9\Xi`e^Gf`ek#@eZ%8cci`^_kji\j\im\[%
Women For Hire Essay Contest
We asked women all over the world to tell us in 500 words how they do it all. How do you manage to fit everything in
the day without sacrificing your sanity, productivity, quality of life, or sense of humor? We received a great response from
women everywhere who amazingly squeeze in multiple jobs, families, demanding schedules and much more. For other es-
says on juggling it all, visit womenforhire.com.
How To Juggle It All: 5:30pm — The newsletter still won’t print out. Technical support
says, “It just happens sometimes.” My husband comes home from
Confessions of a Super Mom
By Sarah Lipman work. Wisely, he leaves me alone.
6:30pm — The back of the baby’s ear looks infected. Rachel just
5:28am — The phone rings. Wrong number.
threw up again. Becky’s being quiet again…
6:45am — I leap out of bed as though electrocuted, and break
6:31pm — A blizzard of baking soda covers the carpet. The
all records for the 10-yard dash (my room to kids’ room in 1.5
vacuum is D.O.A. at the scene of the crime. Oh, well. By tomor-
seconds). Yanking open the blinds, I scare the eleven-year-old out
row it will be all ground in, anyway.
of bed like her worst nightmare, dress the three-year-old before
her eyes finish opening, and put the screaming baby into his crib.
(At least he’s safe there.) “Hurry, hurry, hurry,” I yell, “carpool is
7:00pm — The printer calls to tell me he can’t find the films, and
will I please send them again (at $10 a page) so he can run the
in fifteen minutes!” I brush Becky’s teeth as she’s sitting on the
presses in the morning. Hooray.
toilet. She’ll spit after she flushes.
7:15pm — Oh my gosh, I forgot dinner. Hot dog time.
7:01am — Sprinting into my room, I hear the alarm clock. It is
now 7:00am, not 8:00am. We are an hour ahead of schedule. I try
7:30pm — A few moments of relaxation: I’m ignoring the phone,
to get my adrenaline under control. No coffee today, thanks.
and the kids are telling us about school. I pretend not to notice
that Becky just spilled a whole bottle of apple juice on the floor.
8:02am — I wave good-bye to the girls. The phone rings. A client
If I don’t see it, maybe I won’t have to mop it up.
wants to come over NOW. Quick make-up, quick nurse the baby,
quick stuff the contents of the dining room into the coat closet.
8:45pm — Quiet. Maybe I’ll have another go at that booklet
Quick put everything that falls out of the coat closet into the
laundry room.
again.
9:15pm — The phone rings: it’s the P.T.A. president reminding
8:15am — Client arrives. Hates the concept. We redo everything,
me that I promised to prepare 150 folders (labeled) for tomor-
send it out to the service bureau, and arrange for delivery to the
row’s meeting.
printer.
Midnight — I fall into bed. Someone is crying.
9:15am — I leave, fifteen minutes late, to a meeting across town.
12:20am — I fall into bed, again. Wait, did I set the alarm clock?
11:15am — There is a note on the door, and six pathetic mes-
sages on the voice mail. Rachel threw up in class, and is waiting
In her previous life Sarah Lipman was a graphic artist living
to be picked up from school with the preschool carpool.
in the United States with three kids. Now living in Israel, she’s
the founder of high-tech company, Power2B.net, and has seven
1:00pm — The girls are home. Rachel goes to bed. Becky goes
children. Believe it or not, she says things have gotten calmer in
to the potty nicely all by herself. I sit back down at the computer.
her house.
Becky wants to put Desitin on her tushy. I tell her to go ahead.
2:00pm — I’ve placed all the articles. Now for layout. Gee, it’s
quiet. Is Becky still in the bathroom?
2:30pm — Becky is in the bathtub, scrubbing herself with a nail
brush, and I’m almost finished cleaning the Desitin off the bath-
room counter. Actually, most of the Desitin isn’t on the counter.
It’s in the tub with Becky. She looks like Casper the Friendly
Ghost from the waist down. Maybe she isn’t scrubbing hard
enough.
5:00pm — Done! The booklet looks great! Now I’ll print out the
rough draft and start making corrections. Oh, no…
11
 Studio P
BEST BUY ADVERTISING

Venture Outside Your Comfort Zone

FFINAL
INAL
KEYLINE
RKEYLINE
ELEASE
APPROVAL
PRINT SCALE: 100%
LIVE: 7.75"w x 10.5"h
TRIM: 8"w x 10.75"h
BLEED:In8.25"w
Robinx 11"h Roberts’ new book From the Heart: Seven Rules to Live She said yes, and is now co-host of Good Morning America with
Colors: 4c
By, the Good Morning America co-anchor shares her inspir-
PUBLICATION: Diane Sawyer.
ing story about how humble beginnings as a sports anchor and
TRAFFIC: Maule
PA: Schaffer
PREV reporter at a local station in Hattiesburg, Mississippi eventually
PA: Schaffer, Gregory “I had chosen to give myself the benefit of the doubt, to resist be-
____CBM:
led to a co-anchor position on a national morning show. While
____AE: coming stagnant, to see what other possibilities were out there for
she notes that patience and perseverance were key in her success,
____CD:
____AD: Moore
me…I still didn’t want to disappoint all the young women who
she also dedicates a chapter to challenging herself throughout her
____CW: looked up to me as a role model. When I mentioned my concern
____PrintProd:
career.
____:Legal to Billie Jean King, who’d been my role model and become a
____:Proofreading friend, she said, ‘Robin, snap out of it. You’ll take all of us with
Roberts was at ESPN for fifteen years, and she felt like she never you, and when you do talk about women in sports, you’ll have a
worked a single day—because it didn’t feel like work. She was bigger platform.’” –Megan Martin
able to host her own Sunday morning program, Sunday Sports
Day, as well as cover the Olympic Games in Barcelona during
her tenure at the network. One thing she always resisted, how-
ever, was news.

“Since my first day working in Mississippi, I was constantly

Bring your skills, talents and energy together
for a career opportunity at Best Buy
asked if I wanted to do news. And my answer was always NO!
Looking back I realize that my posture was somewhat defensive.
I thought people wanted me to do news because they didn’t think
a woman belonged in sports. It just made me dig my heels in
more.”
™

After spending over a decade at ESPN, Roberts was offered a job

Be a part of the unique team that has made Best Buy
the #1 retailer of consumer electronics. Choose from
an exciting list of careers like Customer Experience
Manager, Geek Squad Agent and General Manager.
®
We offer competitive pay, employee discounts,
a wide range of benefits and excellent career
opportunities that will help you lead a balanced
professional and personal life.
at ABC hosting Wide World of Sports, another unforeseen dream
come true. The producers of Good Morning America Sunday took
note of her and started asking for sports stories on their Sunday
edition. When one of the hosts of Good Morning America Sunday
left, they asked Roberts to fill in.
“And just like that I was facing my big moment of truth. Not only
did I love sports, but I still had that voice inside of me saying I
would be letting women down if I left sportscasting. I wrestled
with the decision. Was it time to venture into new territory, to
expand my horizons?”

Seven Things You Didn’t

Know About Robin Roberts
What is the latest thing playing in your
CD player?
The newest CD I have is Corinne Bailey
Rae. She has a sweet, soulful voice.
What movie do you never get tired of
watching?
Visit Careers.BestBuy.com today
I never get tired of watching Pretty
to apply online for a career with us.
Woman. My favorite line in the movie is
when Julia Roberts says, “If I forget to
tell you, I had a great time tonight.”
31513 © 2007 Best Buy
What is your morning schedule?
I wake up during the week at 3:45am...
yikes! The latest I am able to sleep on
weekends is 7am.
What is your favorite item in your
dressing room?
My most treasured item in my dressing
room is a casual picture of my parents
and me after eating dinner. We all have
big smiles on our faces–just enjoying
each other’s company.
womenforhire.com
Favorite ice cream?
Favorite ice cream is a toss up between
mint chocolate chip and butter pecan.
Just depends on what mood I’m in.
Favorite work out regiment?
My favorite exercise is Pilates class–
love it!
What is one website you visit every
single day?
One website I visit every day is GMA’s.
[gma.abcnews.com] I get so much out of
all the tips...especially Tory’s!
13

Even if men are from Mars, we don’t deliver there. Yet.
220 countries and 120,000 destinations worldwide are another story.
We couldn’t reach those destinations without the women (and men) who work to make
our success – and theirs – a reality. At DHL, we’re committed to creating a diverse,
open and respectful culture, and we’re committed to making sure our employees are
both rewarded and challenged. We wouldn’t be where we are today without them.
And we know they are a major contributor to our accomplishments. What are you
ready to accomplish?
www.dhl-usa.com/hiremanyfaces/2
Women For Hire’s HOW TO Guide
If only there was a guidebook on navigating the workplace. You know, plain and
simple how-to instructions on balancing life and career, finding happiness and
fulfillment, and dealing with the challenges that come with this fast-paced digital age.
Since no such surefire bible exists, it’s often a miracle we make it out of bed each
day—and back again—with our sanity intact.
On the next pages you will find advice from top experts in a variety of fields on
topics that most career women have faced at one point or another. You’ll learn
how to advance your candidacy as a job applicant and how to form an internal
women’s network. The director of Talent Acquisition at Dow Chemical addresses
generational diversity while Mommy Millionaire Kim Lavine offers stellar tips on
how to launch a business for under $500–take it from her, she knows.
In large part, much of the advice and the women who are giving it emphasize the
importance of reaching out to others for help, supporting other women in their
professional goals, and pushing yourself to see the endless possibilities in your own
career. We hope you’ll be able to use this as a helpful tool to pave the way for
continued success. Keep it in your desk drawer right next to that spare pair of
panty hose and the red lipstick that enables you to be fearless. Or better yet,
pass it along to a friend or colleague who may have a need you can assist with.
womenforhire.com 15
 how to...

Advance Your
Candidacy for
a Position
By Megan Masoner
Building a successful career requires persistence, preparedness,
and confidence. Once you’ve gotten to the door, you must make
the right moves to get through it as you seek to advance your
candidacy.

Be sharp. Once you’ve been invited to interview, your work has

just begun. Prepare yourself both mentally and emotionally. If
you do, your body language will reflect confidence and comfort,
which is key to any interview. Walk into every interview with the
intent that the next 60 minutes could change your life. Show your
authentic passion and enthusiasm for the opportunity, and you
will draw others to you.

OUR GOALS ARE GLOBAL. Do your homework. Learn about the person who will be con-

ARE YOURS? ducting the interview. All too often we come in over prepared
about the company, but under prepared about the interviewer.
People are flattered when you express interest in their experience.
There are a lot of ways you can locate this information: ask the
Administrative Assistant who is scheduling the interview, ask
your recruiter, Google the person (they may be published which
gives you direct insight to their experience), or just listen for their
strengths as they mention them throughout the interview.
Establish trust. Quite simply, credibility can’t be replaced.
Measure up. Too often we state our accomplishments in very
broad terms. Remember to give quantitative measures on how
you succeeded. Not just “I deployed a quality improvement
program,” but “I deployed a quality improvement program
increasing productivity by 20% through the following three key
enhancements...” List specifics, but don’t get bogged down with
the details. Focus on the results and articulate how you drove
success.

Focus on what you have to offer, not what you may be lacking. Follow up. When closing an interview and you get to the “what
Forget about answering all questions “correctly.” Nine times out questions do you have for me?” portion, ask the interviewer di-
The world leader in BioEnergy and a premier agricultural processor
of ten there are no “correct” answers. The interviewer is looking rectly what he or she feels would constitute success for the person
of soybeans, corn, wheat and cocoa, Archer Daniels Midland
for creativity, persistence, and evidence of your ability to get the that will hold the desired position. Then use it as an opportunity
Company, serves two of the most crucial international economic
job done. to close highlighting how the strengths you have would enable
trends: feeding a growing world population and finding renewable
that success. You can even use the strengths mentioned as an
alternatives to petroleum.
Listen. Not only do you want to hear what the interviewers are opener for a post interview thank you note. Before leaving don’t
saying, but you want to understand what the interviewers are forget to ask for the job, demonstrate your commitment, and
When you advance your career at ADM, you become a part of
asking for. What do they get enthusiastic about? Through the tone reiterate your ability to deliver.
global solutions that unlocks nature’s potential to feed the world and
of their voice you can derive the hot spots of the job (areas of
develop renewable resources. You’ll have the opportunity to achieve
greatest need). Align your experiences and responses to the areas Be creative. If you don’t market yourself no one else will. It may
your career goals, backed by the resources of a company with over
for which they express their greatest enthusiasm. Showcase your be the differentiator between you and the other candidates that
26,000 colleagues and locations all over the globe. We welcome
experience through relevant examples and reinforce throughout day. Prepare a small leave behind or summary sheet that uniquely
diversity wherever it exists.
the interview. summarizes your strengths. This may be a bio, a list of accom-
plishments, or even quotes from peers or leaders demonstrating
Remember innovation and initiative. Always be prepared with your performance. Most likely the recruiter will attach it to the
an out of the box innovative idea that you took from concept to top of your resume, and it serves as a reminder of some of the
F O R M O R E I N F O R M ATI O N A N D O P P O RTU N ITI E S, V I S IT
execution. No matter how big or small, in today’s competitive highlights you have likely mentioned throughout your interview.
U S O N L I N E AT W W W.A D M W O R L D.C O M
market, systematic thinking is essential. Highlight the moments
in your career when you weren’t asked to do something, but did it Masoner is the Director of Global Recruitment at EDS.
successfully anyway. Edscareers.com

ADM IS AN EQUAL OPPORTUNITY EMPLOYER. womenforhire.com 17


Establish a Personal
Board of Directors
By Amy Kopelan
So many talented women managers and
Bring your ideas, your imagination and your ambition. senior executives have what it takes to
move up in their organizations. They work
And get ready to push them beyond what’s possible. smart, they network effectively, and they
We may have the perfect opportunity waiting for someone just like you. have mastered the art of being their own
press agents. What they often don’t have
It’s time to take a new look at General Dynamics C4 Systems – the place where is a personal board of directors that can
our diverse innovation and invention is a daily occurrence. We’re growing faster advise them.
than ever. And we’re taking on bigger and bolder projects that are destined to
change the world of communications. Want to be a part of it? At every level of your career, you should
have a personal board, keeping in mind
Explore our available career opportunities and we’re confident you’ll find something
that its make-up and complexion will
that fits your background and experience perfectly. Then get ready to do more
change as you grow. It should consist
and accomplish more than you ever thought possible.
of four or five key people who are not
The ideal opportunity awaits you! emotionally invested in you, but instead
www.gdc4s.com/careers believe in your abilities and talents. These
are people who will give advice when you
face key decisions.
Your personal board is different than hav-
ing a coach or a mentor. Many managers
mistakenly think it’s the same. Mentors
Please be sure to attach your resume to your position(s) of interest to be considered immediately. Relocation costs
usually serve as guideposts inside your
are covered in return for your innovative talent.
company and talented coaches encourage
© 2007 General Dynamics. All rights reserved. you to go the extra mile or try the things
tGeneral Dynamics is an Equal Opportunity/Affirmative Action Employer. We welcome and encourage diversity in our workforce.
that are tougher to tackle.
All applicants must be U.S. Citizens and currently hold or be capable of obtaining a DoD Security Clearance.
Here’s the best way to create a strong and
effective board:
1. On paper, make
a long list of people
who might serve on
your board and
segment them into
three columns:
a) People who know
you well, such as
a sibling, a good
friend, a partner
b) Advisors in your
professional life,
such as an accoun-
tant, an attorney, a
speech coach
c) People in your
personal or profes-
sional circle who you admire, such as a
senior executive, a parent, a professor
2. Re-visit your list on several different
days. Decide what combination of these
people would provide the best objective
advice. You should shoot for a good mix
of professional skills, industry experience,
age, and knowledge of your abilities.
Note which are List A (your first choices)
and which are List B (alternates).
3. Sort all of your names into a grid.
Next to each name write: Relationship,
Organization/Company, Specific
Knowledge or Skill, Contact Info.
4. Look at the mix you’ve designated
to determine if you have a good balance.
Do you have too many financial advisors
perhaps? Are you missing marketing
experts? Are there too many people
who are related to you? You are aiming
for a good mix of talents, industry
knowledge, and experience. You are
also going for a smart mix of gender
and age.
womenforhire.com
how to...
Now that you’ve got your grid in hand,
you’re ready to start contacting the A List.
How you will invite someone to serve?
Here are some fail-safe approaches:
1. Tell the candidate that you have decided
to assemble a personal board of direc-
tors and you would be honored if he (she)
would join the board.
2. Explain that your board will be an
advisory body to you and that there will
be no required meetings.
3. Let your candidate know that you
respect her (his) judgment, experience and
knowledge and you believe she (he) can
offer sound advice.
4. Be clear about the specific talent
you hope each member of the board
can bring when you have strategic
decisions to make.
Most people will be flattered by your
request and will enjoy the opportunity to
guide you. If they cannot serve, they will
let you know. Let everyone know that it’s
an informal process, and you’ll be in touch
by phone or e-mail.
At the end of each year, re-visit your
board list. As you progress in your career,
you may want to add members or politely
excuse some from serving. This is
your “Go To” team and you always
want to have people on it who believe
in you.
Kopelan is President and Executive Di-
rector of COACH ME Inc., a leadership
development and business education in-
stitute in New York. She is also co-author
of I DIDN’T SEE IT COMING, The Only
Book You’ll Ever Need To Avoid Being
Blindsided In Business. Coachmeinc.org
19

FWha[h_iBeea_d]\ehEkjijWdZ_d]
JWb[djjeX[FWhje\ekh=beXWbJ[Wc$ Reach Mr. Important
and Ms. Right
By Samantha Ettus
So you want to get to Person X a.k.a. your
“Target.” But how? Don’t fret. With a bit
of creativity and a lot of confidence you
can usually get to anyone. I have used
cold calling as my primary technique
for putting together my Experts’ Guide
series of books. From Suze Orman to
Donald Trump and Rachael Ray, each of
the experts who have written chapters in
my books was the result of my cold calls.
Over time, I have found a few foolproof
techniques that have served me well. Here
are my secrets:
Have a plan. Don’t pick up the phone
until you have a plan. Clearly outline your
goal in reaching your Target, e.g. to follow
up on a job interview, to set up a sales call,
to introduce yourself for a networking
purpose. Be as specific as possible. You
would be surprised at how often I hear
people say that they got their Target on
the phone and froze because they didn’t
expect to reach them directly. So cover
EVg`Zg=Vcc^Òc^hi]ZldgaYÉhaZVY^c\Y^kZgh^ÒZYbVcj[VXijgZgd[bdi^dcVcYXdcigdaiZX]cdad\^ZhVcYhnhiZbh!egdk^Y^c\
egZX^h^dc"Zc\^cZZgZYhdaji^dch[dgVl^YZkVg^Zind[XdbbZgX^Va!bdW^aZ!^cYjhig^VaVcYVZgdheVXZbVg`Zihl^i]VccjVahVaZh your bases: go so far as to role play the
ZmXZZY^c\.W^aa^dc# potential call with a trusted friend or even
into a tape recorder. Rehearse potential
EVg`ZgÉhZmeZgi^hZheVchi]ZXdgZbdi^dcVcYXdcigdaiZX]cdad\^ZhÄZaZXigdbZX]Vc^XVa!]nYgVja^XVcYecZjbVi^XÄVhlZaaVhV[jaa responses and how you will react to them.
Xdbea^bZcid[Ój^YXdcigdahnhiZbh0hd[ilVgZVcYZaZXigdc^XXdcigdah0ÒaigVi^dchnhiZbh0VcYgZ[g^\ZgVi^dc!^chigjbZciVi^dcVcY Once you reach your Target you might
hZVa^c\iZX]cdad\^Zh#
have limited time with them so it is impor-
EVg`ZgZbeadnhbdgZi]Vc*,!%%%eZdeaZ^c)(Xdjcig^ZhVgdjcYi]ZldgaY#I]ZXdbeVcndeZgViZh'.'bVcj[VXijg^c\eaVcih! tant that you know your intention and be
egdYjX^c\.%%!%%%egdYjXih[dg)&,!%%%\adWVaXjhidbZgh# able to articulate it clearly.
>[ndjVgZ^ciZgZhiZY^cZmXZaaZciXVgZZgdeedgijc^i^ZhVcYVXdbeVcnl^i]\gZViWZcZÒih!eaZVhZk^h^ijhVilll#eVg`Zg#Xdb$XVgZZgh# Manage the gatekeeper.
Congratulations! You have arrived at the
8VgZZgdeedgijc^i^Zh/
gatekeeper. The gatekeeper in some com-
™:c\^cZZg^c\  ™EgdXjgZbZci
panies will be the receptionist, in others it
™6XXdjci^c\$6jY^i^c\ ™HVaZh$BVg`Zi^c\
will be the department coordinator or the
™=jbVcGZhdjgXZh ™BVcj[VXijg^c\$EgdYjXi^dc
assistant/secretary. Here are some simple
™>c[dgbVi^dcIZX]cdad\n
but essential rules for dealing with the
Equal Opportunity/Affirmative Action Employer gatekeeper.
1. Befriend the gatekeeper. Ask his or her
name and write it down so that the next
time you call you can address them by
name. This enables you to interact with
her on a friendly basis, jumpstarting your
relationship with the gatekeeper and will
bring you one step closer to reaching
your Target a.k.a. getting your phone call
returned.
2. Assume the gatekeeper has your
Target’s ear. I have worked with execu-
tives who trust their assistants to be their
eyes and ears. If they feel that you have a
bad attitude you could ruin your chances
of ever reaching your Target.
3. Ask the gatekeeper when the best time
to call back would be or how she recom-
mends you might get in touch with her
superior. This way you are enlisting her in
your cause.
Use email. Email is often the best way
to completely bypass the gatekeeper and
reach your Target directly. If you don’t al-
ready have it, finding a Target’s email can
require a bit of creativity and bravery.
The easiest way to start the email address
hunt is by looking at the company website.
womenforhire.com
how to...
First, look under the “contact us” area of
the website. If it provides no informa-
tion don’t be disheartened just yet. Next
go straight to the press or media page
and look up a press release. Many times
a press release will list a contact email
address. It is a safe bet that your Target’s
email address uses the same format as the
press contact listed e.g. firstname.last-
name@companyx.com.
If this does not work, pick up the phone
to contact the company receptionist and
get braced to tell a pale white lie. Say you
have been trying to email the Target yet
your emails have been getting bounced
back to you. The receptionist will some-
times offer the correct address without
question. More often she will respond by
asking what address you are using and
you must make up an educated guess e.g.
firstname.lastname@companyx.com. This
should yield the correct address. If not,
resort to the phone.
Cater to confidence. Don’t lose
sight of your primary goal for contacting
your Target and that getting to them is
only part of the battle. The real test comes
when you interact with them and in how
convincing you are in selling you, your
products or your resume. And this is the
part where confidence can make or break
you. The advice above outlines useful
tactics for reaching your Target but there
is another aspect to this that can’t be un-
derestimated – your self-esteem. All of us
have bad days and good days and without
a doubt your success will go up immense-
ly on a good day. So use the bad days for
paperwork and emails and pick up the
phone only when you are feeling good.
Ettus created the Experts’ Guide series
of books and is an expert at identifying
trends in all industries. Expertsmedia.com
21

Choose a Continuing Education Program
By Marie Field
Deciding to head back to school can be one of the most important
and exciting decisions you’ll make, but getting what you want out
of this experience can be tricky.
Know your school options. Being an educated con-
sumer is essential in deciding where to look for a continuing
education program. Speak with students who currently attend or
alumni who have exited the program to get first-hand feedback.
The reputation of the school is significant since selective employ-
ers value some programs and they’re dismissive of others. Focus
on your area of interest, and find professional organizations or
societies that can give you
an idea of how a school
ranks nationally. Check
with the U.S. Department
of Education Office of
Postsecondary Education
for accreditation informa-
tion. And don’t be shy
about talking to recruiters
directly for feedback on
programs they respect.
Get what you need.
Whether you simply want
to enrich your intellectual
capacity or gain a degree
in order to change careers,
knowing your end goal is
essential before you can even begin to contemplate what type of
school or program to attend. Katherine Stahl, Executive Director
of the American University Career Center in Washington, D.C.
says, “I always encourage returning students to get a good sense
of what they want to do, to decide what they are passionate about
and to identify and align one’s interests with his or her intended
career path.” Be sure to choose a school that has accessible advis-
ers who can help evaluate your goals and assist you once you’re
ready to put that degree to work.
Assess your intended profession. If you’re con-
sidering continuing education to improve job prospects or even
change careers, it’s important to attain the skills your prospective
employers’ desire. For example, if you currently fulfill a public
relations role in a non-profit organization but wish to move into
a management position within the same sector, you may need to
undertake business courses that teach both analytical and commu-
nication skills. Check with others in your desired industry to see
womenforhire.com
how to...
whether a company will pay for related coursework or if there is
a chance for promotion with a new degree.
Weigh benefits against drawbacks. Cost, program
reputation, study time, and location are all issues to assess before
choosing a program. One of the biggest roadblocks for someone
considering going back to school is a financial one. It’s more dif-
ficult for continuing students to earn scholarships; many institu-
tions require a full schedule—12 credit hours a semester—in
order to receive financial aid. Assess what is really important
aside from earning an additional degree or certificate. Focus on
time, family, and work ob-
ligations that may hinder
the experience.
Start slowly. If
possible, sign up for one
or two classes to measure
the workload and assess
how much you feel you
can handle. You may find
that a full schedule works
for you; on the contrary,
you may wish to enjoy a
slower pace. Some uni-
versities offer accelerated
courses and evening and
weekend classes in order
to speed up the process
and accommodate to continuing education students.
Create a schedule. There’s nothing worse than feeling
overwhelmed. Whether it’s arranging childcare to stay with your
kids while you’re studying, or making an effort for the activities
you currently engage in, a good schedule will reduce stress and
allow you to enjoy your studies.
Meet people. Half the fun of going back to school is meeting
new people. Look forward to it. Everyone knows that as you get
older, it becomes more difficult to meet new people with similar
interests as yours. Take advantage of attending courses with like-
minded people.
Marie Field is a journalist with QS Network, a leading education
and career network. QS links undergraduate, graduate, MBA and
executive communities around the world with the best employers
and education providers. Qsnetwork.com.
23
 Form an Internal Women’s
Network
By Kaamna Dhawan
FGGFI
KLE@KP Dhawan at the Taj Mahal
JLG
GFIK
:FEE<:K
N@K?PFLI
=LKLI<%
At Nortel, your career can go as far as your ideas
Safety: 10.5 in
Trim: 10.75 in
Bleed: 11 in
and abilities will take it, whether you’re going into
Nortel, the Nortel logo, and the Globemark are trademarks of Nortel Networks.
engineering, sales, or marketing. We are a company
;@M<I that’s at the forefront of technology. A company
J@KP where things like diversity, opportunity, and
innovation aren’t just words; they are part of who
Depending on the day, the experience of
 @EEF we are and what we represent. With offices in starting an internal women’s network in a
corporate environment vacillates between
M8K@FE over 100 countries and ideas flowing freely across
borders, it’s the only way for us to succeed. Be part
a root canal and time at the spa. Having
recently started such an organization, I can
highlight five critical tips for the success-
of Nortel and take part in shaping the future.
ful launch of an internal affinity group.
Make it about the business.
C<8IEDFI<8KEFIK<C%:FD&:8I<<IJ Professional women do not want to sign
up for, nor do they want to be perceived as
having a need for, a support group. While
balancing a career and family is a condi-
tion that women will be learning to master
decades from now, try to expand the focus
of your organization to all topics related
 <HL8 to effective work practices. Like any busi-
C@KP ness unit in a company, internal networks
must articulate their role in maintaining
the company’s competitive advantage.
By creating a forum in which women
can sharpen their business acumen, you
achieve the dual benefit of increasing em-
ployee productivity as well as demonstrat-
ing to women that the company is invest-
ing in their growth. Given the anticipated
shortage of labor, corporations do not take
attrition lightly. People who believe that
their company cares about their personal
and professional development are less
likely to look for those things elsewhere.
Find an executive champion.
Having a visible executive sponsor is an
important signal about the viability of the
organization. Companies pay executives
well for their time. If an executive consid-
ers this initiative a worthwhile use of his
or her time and energy, you automatically
have strong corporate endorsement for
your cause. In addition, the sponsor can
help you identify real business needs that
your organization can help tackle. Further,
your executive sponsor can approach his
or her peers on behalf of the group to
increase executive support for events. Re-
member though, when asking for involve-
ment, always be prepared to articulate why
your existence is good for the business.
It’s not competition, it’s coop-
eration. It’s not about being better
than men. It’s about being better women.
womenforhire.com
how to...
It’s time to stop pretending that we are not
different, and to celebrate that we are, and
to appreciate that men and women have
a different set of skills they bring to the
table. Women and men have unique sets
of development areas too. In order to truly
add value, it is important that your organi-
zation is realistic about women’s relative
strengths and weaknesses and works pro-
actively to improve performance. Enlist
men in that development process. Often,
the few things that high potential women
need to be successful are the things they
need to learn from men.
Engage your early adopters.
For various reasons, women may be
reluctant to actively participate until they
are fully convinced of the organization’s
value. In the meantime, seek to share the
burden of building momentum. Through
the organization of lightweight activities
(brownbag lunches, coffee hours, etc.),
identify the early adopters in your popula-
tion. These are the handfuls who partici-
pate in activities before the mass arrives.
Enlist the early adopters to participate
in, evangelize, or even run events. Teach
early adopters to identify their own groups
of early adopters. Employ this strategy,
one member at a time, until you have more
active participants than passive ones.
Think big, start small. Your
ultimate aim may be to change the com-
pany culture, or even the national culture,
but progress occurs slowly and sometimes,
inconspicuously. It is important to start
small, and to celebrate your wins, no
matter how insignificant they may seem
relative to your overall goals. Remember
that you are providing a valuable service
to your company. Endless research has
propagated the strategic benefits of inter-
nal networks for companies. Congratulate
yourself for taking the initiative.
Dhawan is the HR Business Partner for
software at Sun Microsystems, Inc. in San
Francisco. Their internal women’s net-
work is Women @ Sun West. Sun.com.
25

Appreciate the Art and Science
of Recruiting
By Jeri Medrea
It’s 9:55 a.m. In five minutes, you have an interview with me to
discuss a position at BearingPoint. In another time, the inter-
view would take a predictable turn: you would inquire about job
responsibilities, vacation and 401(k) benefits, as well as possible
work-life balance issues. I might ask the dreaded “where-do-
you-see-yourself-in-five-years” question, and you would answer
it with something appropriately enthusiastic. In other words,
we’d waste a lot of time we both could be using to do other
things.
Not today. The recruiting process is different now. You’re the
crème de la crème–entrepreneurial, innovative, tenacious–that’s
why my company wants you. My job isn’t just to evaluate you,
but to discuss with you how well you might fit into Bearing-
Point. Your résumé got you the interview, and now it’s time for
us to see if we are a good match.
Let me explain it another way. The interview process is no
longer just the “science” of simply deciding if your professional
skills match the job description. It’s also assessing whether you
will personally fit into the company’s collaborative, fast-moving
entrepreneurial culture. And, just as important, whether that cul-
ture meets your personal and professional needs. It’s a two-way
street. This is what I call the “art” of recruiting, and it’s just as
important as the traditional side of the equation–determining if
you have the required experience and skill set.
I want to share with you my thoughts on how you can benefit
from understanding the art and science of recruiting:
Push the envelope. Corporate America is noticeably different
than it was 10 years ago. Your questions should be innovative
and current. Don’t give me the textbook questions. Ask about
our client results, our approach to the market, what makes our
people different. What are we doing to make Corporate America
womenforhire.com
how to...
a better place? What are we doing to improve work-life balance?
Your questions give me insight into what is important to you.
Pass the first-three-minute test. It’s a cliché, but first impressions
do count. Be on time or even a little early. Show that you’ve
spent significant time researching the company. I’ve interviewed
candidates who haven’t even bothered to learn about the com-
pany. As far as I’m concerned, if you don’t know the facts about
my company, then that tells me you don’t really want to be here.
Tell your story. I’ve been doing this a long time, and I’ve heard
every cliché. I don’t want to hear that you are “motivated” or
a “team player.” Anecdotally share your experiences. Tell me
about that difficult project you successfully managed: What did
it take? Tell me how you productively collaborated with a dif-
ficult coworker: What did you do? Personally, if I can’t get past
the canned remarks–if I can’t break through–the interview is
over. Real-life stories are very powerful.
Last year I needed to fill a key spot that had so far taken more
than six months–and many interviews. I was getting discour-
aged. I wanted to love every candidate who walked through the
door, but that wasn’t happening. Then the right one showed up.
She engaged in great eye contact, was relaxed but confident, and
was knowledgeable about the company and position. She asked
all the right questions: What’s the climate in the office? Are we a
pay-for-performance culture? Her résumé had already shown me
that her education and experience made her technically quali-
fied for the job, but what made her different was her attitude, her
comfort with herself, and her insightful questions.
She got the job. I hope you do, too.
Medrea is Director of Talent Acquisition at BearingPoint, a
management and technology consultants firm. Bearingpoint.com
27
 how to...
Launch a Business
for Less Than $500
By Kim Lavine

write your business plan. They’ll also
help you comply with all the govern-
ment registrations on the local, state and
national level, which for the most part
cost nothing. Here’s where you’ll come up
with the name of your company and it’s
logo; remember, you sell to a consumer’s
heart–not always their head–so be original.
Search your company’s name at the United
States Patent & Trademark Office (uspto.
gov) and see if it’s available to register
as a trademark for $328. If your business
takes off, you could franchise the concept
and make millions—think Geek Squad—
provided you have strong Intellectual
Property.
doubt start bringing in revenues and you
need to accurately track and account for
those revenues for tax purposes. The
gold-standard accounting program is
QuickBooks. Setting QuickBooks up
for a service business is easy. You can
buy QuickBooks Simple Start online at
Amazon (amazon.com) for anywhere
from $40 to $90, depending on whether
you’re willing to buy it used. Not only
will you be able to capably handle the
financial functions of running a successful
company, but QuickBooks will make you
look like a pro doing it, producing sharp
invoices and even job quotes to present to
your customers.

Website: You don’t need a brick- Lavine is the bestselling author of Mom-
and-mortar storefront anymore to start my Millionaire: How I Turned My Kitchen
a successful business—all you need is Table Idea Into a Million Dollars and How
You want to start a business but you can’t a website. You can find many easy to You Can Too, and President and Founder

passion + get past your fear of taking the risk and

striking out. Reduce the risk, and you may
use services on the web that can get you
up and running like Go Daddy Website
of Green Daisy. Greendaisy.com

teamwork
find taking that first step easier than you
ever imagined. If you’re willing to invest
$500 and some of your time, following
these steps may get you to where you want
to go faster than you ever thought pos-
sible.
Tonight (godaddy.com) for as little as $4
a month. You can register your domain
name there too for as little as $7. Most
website building tools don’t even require
that you know HTML anymore—it’s all
point and click.

Business Model: No business is Marketing: You can easily get your

A distinct process and a way of getting things done. That's our approach at BÖWE BELL + HOWELL, where we create easier to start and requires less capital
programs, machines and services for every aspect of the direct-mail process. Our successful combination of passion and to operate than a service business. This
teamwork goes a long way in our innovative environment, where associates are motivated to achieve important goals. is a business that utilizes your time and
Our positive thinking inspires positive results, and we stop at nothing to exceed the expectations of our clients. expertise to generate revenue. If you
have professional skills, like bookkeep-
At BÖWE BELL + HOWELL, we visualize an outcome, and then we make it happen, together. Join our commitment to ing, graphic design, or just an idea like
developing solutions. And let's make your positive ideas happen, today. home-organizing, you can start as soon as
tomorrow selling your time for a premium.
People are busier than ever and willing to
bowebellhowell.com pay for services today that just yesterday
they would have done themselves, so be
creative.
eoe m/f/d/v
Business plan: Once you’ve selected
the service you want to sell, visit SCORE
(SCORE.org) or your local Small Busi-
ness Development Center (sba/SBDC.
gov) and get the free help you need to
name out into the marketplace for free by
writing a clever press release and sending
it out to local media. You can learn how to
write a good press release and even post
it on the web to be distributed to media
across the country for as little as $40 at
PRWeb (prweb.com). Having a good story
is what’s going to get you media attention,
and as long as you focus on a human inter-
est angle that will captivate and inspire the
reading public, you’ll get noticed. Net-
work by joining your local service clubs,
or maybe start a blog at Typepad for as
little as $5 a month (typepad.com), to get
your unique point-of-view and own help-
ful tips out there.
Making the money: You will no
womenforhire.com 29
 Embrace Generational
Differences
See a company like no other. By Julie Fasone Holder
See a world of opportunity.
Six years ago, I welcomed my niece, Toni
See a place where diversity is appreciated. McEwan to The Dow Chemical Company
–my employer for the last three decades.
Target is an equal employment opportunity employer and is a drug-free workplace. ©2007 Target Stores. The Bullseye Design is a registered trademark of Target Brands, Inc. All rights reserved.
See yourself in red. While I have achieved some level of suc-
cess in the company and now sit in the
executive wing, I’ve found that even Aunt
See Yourself Here
Julie has something to learn when it comes
to leading through generational differ-
ences.
Toni joined Dow straight out of college
and while we share the same family heri-
Vision. Talent. Diversity. Leadership. That's what it takes to be America's second largest general merchandise
tage, we are a model of differences. She
retailer. We are approximately 350,000 team members strong in more than 1,500 stores in 47 states. We make
came to Dow as an engineer, wanting to
trends happen and find new ways to use our talents in an innovative, rapidly growing company.
make the world a better place.
See yourself as a leader in our Stores, Supply Chain/Logistics Area or Corporate Headquarters.
I came to Dow in the 70’s–in sales–
We're looking for: excited to climb the corporate ladder. She
• Demonstrated leadership and decision-making skills is a Millennial, part of that mystifying
• Assertiveness and strong initiative 20-something generation born in the latter
21st Century. I am a Baby Boomer (okay,
• Good communication and interpersonal skills
part of that 50-something generation) who
• Cheerful and helpful attitude toward guests and other team members
• Ability to multi-task grew up during the women’s movement,
• Desire to grow professionally and learn continually breaking ground in a man’s world, and
learning the hard way by being the only
and first woman to do a variety of things.
Toni cut her teeth on instant messaging,
multi tasking, and the internet. I learned
Target.com/careers to use technology, and embrace it for its
efficiencies, but grew up in an age where
relationships and face-to-face communica-
tions “closed the deal.”
I know that in the work place, Millenni-
als like Toni have big ideas. They prefer
highly scheduled environments, are expert
multi-taskers, and learned young how to
be well organized. Case in point–my own
children were issued daily planners at
school by the age of 10. Balancing options
and being flexible are already part of their
vocabulary. Reliance on technology and
being “connected” is a given.
Probably most importantly, this genera-
tion of women has more opportunities
than ever. They are constantly on the go
at work and after hours, and the chances
to join and participate are limitless. They
want it all and possibly for the first time
ever they can have it.
As a leader, I am challenged to harness
the great strengths these fantastic women
bring to our company, while helping them
fit into a well established culture at Dow
–and let them help craft the future of the
company. My goal is to channel their pas-
sion and talents so that the qualities that
make these women unique allow them to
grow individually while helping our com-
pany achieve its business objectives.
How do I do it? I don’t pretend to have all
the answers, but my approach is to link
generations through five guiding principles
for women. I have shared these often and
found they stand the test of time. They are:
1. Identify your true priorities and decide
what can wait. Women of all generations
can be successful at home, at work, and as
an active part of the community.
I often recognize a difficulty in saying
no. I encourage women to evaluate what
they believe in and how they will make
a difference, and resist the urge to do
everything.
2. Set goals and be patient about
achieving them. Younger employees have
a great need for immediate gratification.
With vast opportunities in front of them,
women may get easily enamored by a
chance to move overseas or take on a more
demanding role, even if the transition is
not a good fit. I urge women to have a
plan, be patient, and wait for the opportu-
nities that will surely come.
3. Identify what kind of help you need and
womenforhire.com
how to...
Illustration by Ajani Oloye
get it. Our young people have more access
to services than we Baby Boomers ever
dreamed, but many are not yet accustomed
to the idea that they don’t have to do it all.
I remind them that it’s okay to ask for help
– no matter what kind.
4. Realize that change is constant and
make it work for you. Even though Mil-
lennials seem to be hard-wired for change,
it is still unsettling when it happens. I
encourage women to be comfortable with
it. Today’s global business environment
absolutely requires flexibility. The more
flexible an employee can be, the better an
asset they are to any company.
5. Seek out a variety of coaches for
specific situations. When I entered the
workforce, mentoring was uncommon.
Our newer employees are fortunate that
many companies see the value in provid-
ing professional coaches. As Toni’s men-
tor, I encourage her to seek experts in all
areas where she needs support, and I am
thankful she has the opportunity to learn
from those with varied experiences.
I believe all of us as leaders can bridge
the generational gap when we first
try to understand the motivations of
our Millennials. These are intelligent,
savvy, creative women who will be our
leaders of tomorrow. Our ability
to integrate them effectively will
reap great rewards in the future.
Holder is the Corporate Vice President of
Marketing and Sales, Human Resources,
and Public Affairs at the Dow Chemical
Company. Dow.com
31
how to...
Create a Digital Identity to
Advance Your Career
By Tory Johnson
You hear the horror stories about the pitfalls of the Internet when
it comes to your job, but there’s also a flip side. If you’re an em-
ployee or entrepreneur looking for a job, a promotion, new clients
or better business opportunities, there are several smart ways to
create and enhance your digital identity. Take a few minutes to
use technology to your advantage in the workplace.
Set up electronic profiles. On LinkedIn.com, which has more
than five million users in the US, create a free professional profile
where you control the content. Your
profile will be indexed on the search
engines like Google, Yahoo, and others.
When someone searches for your name,
this profile will appear in the results,
which is an ideal way to showcase your
skills and expertise. Recruiters are now
using professional networking sites
like LinkedIn to look for new talent.
And because it’s known as a profes-
sional networking tool–unlike online
job boards–you don’t have to worry
that your boss will assume you’re job
searching if or when your profile is
found.
By selecting “full view,” you enable
more information to be shown from your profile even when a web
user is not logged in to LinkedIn. The more content you allow to
be shown, the more likely your profile will show up higher in the
search results on sites like Google or Yahoo for your name.
Subscribe to Google alerts. Since being an expert in your chosen
industry is important for anyone who wants to advance, it takes
only a minute or two to set up Google alerts. On the Google
site (google.com/alerts), indicate the desired key words–perhaps
specific companies you’re interested in working for or an industry
or particular trend you want to keep up on–and Google will send
you links to news articles and relevant items as they’re posted
throughout the Internet. It’s a fast, free, and a fabulous way to
stay up to the minute on news as it happens related to your field.
Create a blog. Your resume is the document that states what you
claim to know, and a blog is an in-depth forum showcasing or
proving it. Yet, to many people blogging sounds intimidating
because we think it requires extensive technical expertise or a
32 womenforhire.com
commitment to typing away all day, every day. Neither is true.
Blogging is a fresh way to get noticed–and to put the knowledge
gained through those Google alerts to good use.
Technology companies have been scouring blogs to find new
talent for a while, but now recruiters in other industries–retail,
hospitality, sales, marketing, advertising, and so much more – are
checking out blogs to find talented people who are passionate
about their skills and knowledge.
Among the popular sites to set up your
own blog include Blogger.com, Vox.
com, Wordpress.com, and LiveJournal.
com. (Check each site before settling
on one so you’re comfortable with
the format and requirements.) Fol-
low the easy-to-use instructions on
how to create a blog on the topic of
your professional expertise and then
decide on your content. You can offer
your opinion and expertise on current
hot button issues in your field or you
could go the opposite route and use the
blog to dissect obscure aspects of your
field. Link to articles and other blogs
of interest, and then ask those bloggers
and writers to link back to your stuff too.
Just like company websites have an “about us” section, create an
“about me” section, including details on your education, work ex-
perience, and skills and interests. Pay particular attention to your
writing skills. Even if your thoughts are great but the spelling and
grammar leave a lot to be desired, you’re not delivering the right
impression.
Post expert opinions. Get your name and your knowledge out
there by posting reviews to books on Amazon.com or other simi-
lar sites related to your expertise. You can also post comments on
industry blogs and message boards that showcase your knowl-
edge. All of this content becomes accessible by other people who
are interested in the same topics. And they’re becoming a primary
source for recruiters.
Johnson is the Workplace Contributor on Good Morning America
and the CEO of Women For Hire. Womenforhire.com
Bounce Back
From Rejection
By Lynn Joseph, Ph.D.
Sheila is a top-notch marketing manager. After being laid off, she satisfied with. Engage
is now two months into her job search, and finding it to be the your feelings and all
most challenging project ever undertaken. Sound familiar? your senses. Listen
to the questions
Initially, Sheila had obtained advice and coaching on interview- asked by a supportive
ing, networking, and resume writing, and had quickly scored interviewer, and your
solid interviews. Her attitude had been positive and her self-es- answers–given con-
teem high. However, after each interview resulted in her ultimate fidently and compe-
elimination from the competition, she became discouraged and tently. Have fun with
dejected–leading to her confidence faltering. the process. Finally,
play the entire sce-
Sheila’s situation is not unusual. A recent study found that land- nario through without
ing a new job takes one month of active searching, for every stopping, seeing and
$20,000 in salary earned in the former job. This often translates hearing you giving a
into many interviews over a period of months. Landing time can superb performance.
take much longer if the job seeker is depressed because compa- Imagine receiving
nies want to hire candidates with enthusiasm, a positive attitude, an offer, and feel the
and self-confidence–in addition to the required skills and experi- pleasure of success.
ence. Sheila needs to develop the emotional resilience to bounce This brief exercise
back quickly after rejection if she is to land her dream job. can represent a full-
length interview to
Today more than ever, savvy business people and scientists alike your subconscious
know about the power of the mind and emotions to manifest mind–your ally. Illustration by Meghan Ditmer
success. A recent study in the Consulting Psychology Journal
showed that 62% of job seekers who followed a brief mental im- Affirmations. Repeat the following positive self-statements often;
agery technology (MIT) protocol landed jobs within two months or make up your own. Your subconscious will get the
compared to only 12% of job seekers in a placebo group. The message that you want and expect nothing short of success.
study was the author’s doctoral dissertation, and following are the • I am good enough and I deserve to have my dreams come true.
key steps participants were guided through. By taking just a few
• I have the skills to overcome challenges and reach my goals,
minutes each day–as Sheila now does–you can quickly bounce
back from rejection, feel more in control of your job search, and and I’ll be wiser and stronger for having done so.
radiate the enthusiasm and self-confidence that will win you the • If I don’t get the offer, there’s another, better opportunity
job you want. waiting to be discovered by me.
Future Self. Take ten minutes daily to relax, close your eyes, • I forgive others and myself for past failures and
and daydream having your ideal job. Imagine it as if you have disappointments.
it now, in minute detail and with all your senses (sight, sound, • I control my career and life, and I expect success.
smell, taste, and touch). Muster all the excitement, satisfaction of
accomplishment, and joy that you can. Mentally celebrate with
To conclude, a favorite quote by Henry David Thoreau,
your loved ones. Next, imagine going back in time and taking the
“Go confidently in the direction of your dreams. Live the life you
necessary steps (easily and elegantly) that won this ideal job.
have imagined.”
Mental Rehearsal. Take ten minutes daily to imagine yourself as
a star performer giving a top interview performance. Try mentally Dr. Joseph is a career and life transition telecoach and the author
watching yourself on an inner TV or movie screen as you use a of The Job-Loss Recovery Guide: A Proven Program for Getting
remote control to stop, revise, and replay any segment you are not Back to Work—Fast! LynnJoseph.com
womenforhire.com 33
 m o r e t h a n 10
Opening ts in 2007!
restauran
Now HiriNg
RESTAURANT MANAGERS
Real Mex Restaurants is the largest full-service, casual dining
Mexican chain operator in the United States.
Real Mex Restaurants offers great
opportunities and benefits
• Performance-based Quarterly
Bonuses
• Competitive Salaries
• Paid Vacation & Sick Leave
• Outstanding 401(k) with
Company Match
877-840-JoBS
www.realmexrestaurants.com
34
• Broad Choice of Medical/
Dental/Vision Benefits
• Life Insurance Equal to Twice
your Salary
• Comprehensive Training &
Support
or apply online
womenforhire.com
• Identity Theft Protection
• Employee Assistance Program
• Educational Reimbursement
• Management Referral Bonus
• Restaurant Dining Privileges
& Discounts
Network Smarter Throughout Your Career
By Pam Webster
While most people think that networking
is just about getting a job, there is really
a lot more. Each one of us networks every
day whether we realize it or not. Network-
ing is about establishing relationships that
provide valuable feedback and help us
make educated decisions.
Take for instance if you wanted to find
a good Mexican restaurant. Would you
search the phone book and head to the
closest one or would you ask your friends
for a recommendation? Taking the recom-
mendation of your friends is considered
networking.
While networking applies to our normal
day-to-day activities, it also pertains to
big businesses. In many cases, larger com-
panies may not advertise their job
opportunities but prefer to hire by word
of mouth or through networking with
their own employees because they trust
and rely on the opinions of their
colleagues.
Effectively Work with a Recruiter
By Michelle Kedem
Many firms, both large and small, work
with headhunters to help them fill empty
positions. Headhunters are therefore the
first gatekeepers in the interview process,
determining who gets interviewed for
many desirable positions.
Headhunters typically work with more
candidates than clients and have many
applicants for any given job. At the
same time, their credibility with clients
is determined by the quantity and, more
importantly, the quality of the candidates
they present. Convincing headhunters that
you are a high caliber candidate will get
them to call you when they have openings
that match your skills, and to push for you
when the right position is available.
Specifically, here are five tips that will
No matter whether you are in college and
just starting your professional career or a
seasoned professional looking to change
careers or industries, it is important to be
thinking about career networking and your
future career aspirations. As Corporate
Recruiting Manager for Enterprise Rent-
A-Car, I know firsthand the importance of
establishing relationships. Career net-
working allows you to gain information,
increase your visibility, and acquire insight
about what employers are looking for in
their employees today.
Developing a strong network requires
making connections that will sustain more
than a simple introduction–it requires
effort and time on your behalf.
Get your resume ready and practice for
the face-to-face. Make sure to have your
resume in excellent condition prior to
attending any career networking events.
A resume with mistakes and misspelled
help you impress:
1) Your initial email or phone call should
be professional, polite, and direct. No
fancy cover letter is needed.
2) Remember the headhunters’ interests.
Their clients are the companies extend-
ing offers, not the candidates applying for
jobs. Target your resume and pitch based
on the job or type of job you would like to
get. If you are applying for a specific role,
modify your resume, where appropriate, to
reflect the language of the job description.
If a role is not right for you, refer friends
and colleagues that meet the job specifica-
tions.
3) Know your own goals, with defined
parameters around how far you are willing
womenforhire.com
words could limit your opportunity to
interview with a company.
Once you have your resume in place, take
time to conduct a few mock interviews.
Career counseling departments at univer-
sities or local employment centers will
usually offer mock interview sessions. By
practicing your interviewing skills you
will be well prepared for when you come
face-to-face with potential future employ-
ers. You will also get the chance to de-
velop a relationship with your counselor.
Never stop networking. Take the op-
portunity to meet with individuals even if
you are unsure about the position or the
company. After talking about your skills
and experience they may be able to inform
you about alternate positions that would
better match your qualifications.
Pam Webster is the Corporate Recruiting
Manager for Enterprise Rent-A-Car.
Erac.com
to stray from the ideal. (e.g.: I would like
to decrease my commute time and work in
my town, but 20 minutes each way is OK).
4) Follow-up appropriately. Keep the
headhunter posted after interviews with
his or her client. A quick e-mail or phone
call is sufficient; a lengthy rehashing
or multiple follow-up inquiries can be
viewed as an irritation.
5) Remember: Every interaction is part of
a larger interview process.
Michelle Kedem is a partner at
On-Ramps, a recruiting and consulting
firm focused on placing people in flexible
work arrangements. On-Ramps.com
35
how to...
Work from Home
as a Virtual Agent
Ever since Tory Johnson did a segment on Good Morning America about virtual customer service agents, we’ve been inundat-
ed with questions from women about how to get hired at home in this line of work. We went to the CEOs of three leading
companies that service this industry to get the scoop on their hiring practices.
LiveOps
By Maynard Webb
When I was at eBay, we created a virtual community, an army
of entrepreneurs chasing their passions. We enabled people to
buy and sell–something they had always done, but on a more
efficient, global scale. Now at LiveOps, we’re also creating a
virtual community enabling people to do something else they
have always done–work, but through LiveOps people can do it on
their own terms.
What’s happening is a mini-revolution in the way people work.
Rather than working nine to five for a corporation, more than
100,000 people have opted to work from home as home agents
providing professional telephone customer care. This number is
expected to grow to more than 300,000 by 2010.
Flexibility is a key reason for this growth. With the LiveOps
model, agents contract with us and can choose to work for as
little as one half-hour or as many hours as they would like, and
they choose when they want to work, anytime day or night. Over
half of our independent contractor agents are mothers with young
children. Others are disabled or care for family members needing
special care.
Applying for certification as a LiveOps home agent is simple.
The process includes reading comprehension and voice tests, as
well as a basic credit and background check. It is a great op-
portunity, but isn’t for everyone. Successful agents manage their
own independent businesses, diligently stick to their self-created
schedule, enjoy talking to new people, and can handle the oc-
casional difficult caller.
For LiveOps agents, it’s not about how much your boss likes you,
how political you are, or who you know. Agents are rated on
keeping commitments to self-scheduled work times and on objec-
tive performance measures such as length of time on the phone
and order conversion rates.
The best performing agents get to select their schedules first and
have access to more calls and therefore, their businesses can
make the most money. At LiveOps, calls are always routed to the
36 womenforhire.com
best performing agent, not the next available agent. We call this
the “survival of the finest.” LiveOps agents always know exactly
what is expected and how well they rank among their peers. It’s
a completely open and transparent system that allows them to
course correct when necessary.
Survival and contracting doesn’t mean LiveOps home agents are
on their own. Our community of independent contractors has ac-
cess to facilitators and chat rooms for quick answers to questions
or easy tips on how to improve the performance of their business.
Succeeding as a home agent and achieving work/life balance is
rewarding. Few jobs can match the flexibility, independence and
financial freedom that come with it.
Webb is CEO at LiveOps. He was COO at eBay until last year.
Apply at liveops.com.
Illustration by Erin Cullinane
Arise
By Angie Selden
Home-based business opportunities seem to be a dime a dozen
these days, yet there are a select few arrangements that offer com-
pelling advantages to those with a special kind of entrepreneur-
ship and thirst for premium compensation.
Over the past few years, many global companies have grow-
ing concerns about their customers’ disappointing experiences
with service agents overseas. With readily available broadband
technology, a thriving industry has developed with thousands of
U.S. based agents working from their homes. There are options
– home agents can work as little as a few hours, or more than 60
hours per week, and as either a part-time employee, independent
contractor, or incorporated business owner.
With so many choices, it’s important to understand the advantag-
es of each. Arise Virtual Solutions has provided opportunities for
near-full time home agents to work as incorporated business own-
ers owning their customer service businesses since it was founded
in 1997. Arise Certified Professionals (ACPs) dictate when, how
often, and for whom they work including over 40 Arise clients
like Walgreen’s, Home Depot, and Verizon. As business owners,
ACPs invest in their own certification and equipment, demon-
strating to clients that they are invested in and motivated to oper-
ate a successful customer service operation.
So what are the secrets of successfully becoming an
Arise Certified Professional?
1. Find 25 hours a week to work when you choose
2. Hone your selling and persuasion skills
3. Thrive in a competitive results-based environment
4. Be comfortable using technology for work
5. Enjoy meeting professionals like you in a virtual community
6. Commit to a schedule each week and work it
7. Be confident about getting paid for your performance
8. Love the premium brands in the Arise portfolio of companies
you can service
In short–invested agents provide better service when their own
success–and compensation–is tied directly to the success of their
clients. This has been proven by the high-caliber brands that
Arise consistently attracts–which means more opportunity for
you in the long run. Add to that the sense of accomplishment
found in managing your own business, and the result is thousands
of agents across the U.S. proud to call themselves Arise Certified
Professionals.
Selden is the CEO, Arise Virtual Solutions Inc. Apply at arise.com.
womenforhire.com
Alpine Access
By Chris Carrington
Is a home-based position the perfect fit for you? Do you have
what it takes to be successful? Working from home and effec-
tively balancing all the demands on your time is hard. It’s not for
everyone, but the rewards are tremendous for those with the right
approach.
Let’s be honest. The process of becoming an Alpine Access agent
is likely more rigorous and challenging than other positions you
may have applied for previously. We invest in our agents and hire
them as employees of the company, hoping they’ll be around for
the long-haul. We provide paid training, cover hiring costs, pro-
mote from within and create a supportive community. As a result,
we choose our agents carefully and only hire the most passionate
and enthusiastic individuals.
Alpine Access uses a two part hiring process. First, we look
for excellent customer service skills such as phone etiquette,
ability to follow instructions, basic technology knowledge,
and ideally, previous experience in a customer service role.
Then we look for a “client match.” Matching agents with
clients is a key reason Alpine Access is the outsourced
provider of choice for both agents and customers. Because
our agents are hired as employees rather than contractors,
we can assign them to specific accounts according to their
interests, skills, and prior industry experience. Our agents
enjoy dedicating themselves to one account and clients
get experienced agents who secure higher average sales
orders and increase customer satisfaction rates. To improve
your chances of matching to a client, be sure to highlight
your hobbies and interest as well as job experience on
your application.
Building a career around your life, rather than your life
around your career is not an unrealistic dream, but it takes
effort. Be choosy. In the same way we don’t take just any
candidate, neither should you take just any job. When asked
why you want an at-home position, describe your motivation
in terms of more than just wanting to work from home. With
these tips, regardless of age, circumstance or location, if you
are self-motivated and willing to work hard, you can have
a successful, rewarding career that provides personal
life balance.
Carrington is CEO of Alpine Access. Apply at alpineaccess.com
37
 how to...

Decide When to Change Careers

By Jill Sutton
Have you ever met someone who loves her job? She seems to be confident, happy and
overall more satisfied. So, why don’t you feel that way? Could it be your job? Is it the
right fit for you? Your job is like any relationship; even the best ones have their ups and
downs. You should not leave your job every time that you feel overworked, discontent,
or frustrated. But, there are a few specific questions that you can ask yourself to help you
decide if your current job is the right one for you or if it’s time to look for a new career?

These five questions can help you decide if it is time to proactively start the process to
make a career change:

1. My current job may not be my “ultimate job” but does it provide me with future
opportunity or help develop skills that I may need in the future?
2. Do I feel invigorated or challenged on the job at least one time per week?
3. Overall, are my abilities and skills being utilized on the job?
4. Do I live for the weekend and look forward to 5:00 everyday?
5. Do I have any physical symptoms that I can attribute to work, such as head-aches,
anxiety, or inability to sleep?

If you answered no to any of the questions 1-3 and answered yes to any of the questions
4-5, then you need to seriously consider a career change. But just in case you are still on
the fence about making such a change, ask yourself this final “million dollar” question:

If I won the lottery tonight, would I quit my job?

A. No, I would not quit my job.
B. No, I would work a few more years. I am too young to retire.
C. Yes, but not immediately. I would wait until I speak with my family and a financial
planner.
D. Yes, my desk would be cleaned out by tomorrow.
E. YIPPPEEE! I would send my boss an
email and never look back!

Believe it or not, there are many people

who are satisfied with their career and
would actually keep their current job
even if they hit the jackpot. If you
answered “D” or “E” to this question
then you are ready for a change. Did you
know that the average person will spend
over 90,000 hours on the job over her
lifetime? If you are going to spend that
many hours working, why not enjoy what
you do? Don’t spend any more time on a
career that is not right for you. Now is the
time to figure out what career would keep
you on the job, even if you were to win
the big bucks.

Sutton is the founder of Pinnacle Per-

formers, Inc. Pinnacleperformers.com
womenforhire.com 39
 Fairwell
By Kristen Bolibruch
Before attending your Fall
2006 career expo in New York,
I worked in fundraising for
nonprofit theater. I knew I
wanted to move to a corporate
environment, but I wasn’t sure
how to make the transition.
The career fair seemed like a
great opportunity to learn more
about a wide variety of com-
panies in different industries at
the same time. I decided to at-
tend the fair with an open mind
and a goal to talk to as many
people as possible.
At the event, I worked the
room talking to many recruit-
ers and gaining confidence
with each one. I carefully
explained that I was making a
career change and that I was
seeking a position that would
be challenging and analytical.
After circling around to many
different booths, I struck up a
conversation with a friendly
recruiter. Although I wasn’t
40
a match for his company, he
suggested I speak with Ernst &
Young. I hadn’t even considered
stopping at their booth, since I
hadn’t majored in accounting
and didn’t have any account-
ing experience. But he told
me about a program at Ernst &
Young called the YMP–Your
Master Plan–that helps non-ac-
counting business majors earn a
Master’s Degree in Accounting.
The more I learned about the
program and the company, the
more excited I became.
I applied, interviewed, and
received an offer about a month
after the career expo. I leave
shortly for the University of
Virginia, where I will study ac-
counting for the summer before
returning to work for Ernst &
Young in the New York office.
Now I am excited and hopeful
about my future. Without Wom-
en For Hire, I never would have
discovered this opportunity!
womenforhire.com